Here’s just some of what we’ll cover:

• What is harassment? What is bullying? Discover the truth about “innocent” flirting, banter and teasing
• Communication skills that will help every employee bridge the gender gap and reduce misunderstandings
• How to comply with the very latest legal rulings at the federal, state and local levels
• How to establish grievance procedures that will protect the rights of your employees and your organization
• Your rights and responsibilities as an employer
• How to handle initial complaints and investigations with diplomacy, tact and understanding

This is critical information that could save your organization from a costly lawsuit down the road.

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Increasing Awareness

• A look at existing laws, pending laws and landmark cases, to gain an overview of where sexual harassment and bullying litigation stands today
• Discover exactly which behaviors, comments and actions can lead to grievances or lawsuits
• Communication skills that reduce innocent misunderstandings and help bridge the gender gap
• Gender perceptions: developing empathy for the other point of view
• How managers and supervisors can motivate their employees to comply with the law
• The difference between quid pro quo and hostile-environment sexual harassment
• What factors determine whether an environment is “hostile”?
• Mentoring relationships between opposite sexes: Are they just asking for trouble?
• Same-sex sexual harassment incidents are just as serious as opposite-sex infractions

Preventing Infractions

• First steps if sexual harassment or bullying is observed or reported
• Criteria to help you determine whether a specific behavior or action is out of line
• When does flirting, bantering or teasing cross the line and become harassment?
• What are the rights and responsibilities of the person being harassed?
• How to respond if a warning or reprimand has been given, but the harassment continues
• How to develop a written anti-harassment policy for your organization
• Effective grievance procedures — what every employer should know about creating them
• “Touchy-feely” employees — how to tactfully suggest they keep their hands to themselves
• Sexist remarks and inappropriate language — where you as an employer need to draw the line
• “Macho” employees, cultural misunderstandings and sexual discrimination — guidelines for handling these issues appropriately

Take Action

• On-the-spot strategies for handling harassment and bullying complaints swiftly and successfully
• How to effectively intercede when you see harassment taking place
• The importance of adequate investigations and how they must be conducted
• The role of perception in harassment (why it’s critical to understand how and why perceptions differ)
• What your organization must do as soon as you’ve identified a problem to establish “reasonable care” and prevent accusations of a hostile environment
• No-nonsense disciplinary measures for harassers
• Liability protection: a discussion of the actions you must take to guard your organization against costly litigation

Legal Issues

• Ensure that your organization is in compliance with EEOC, federal, state, and local laws regarding sexual harassment
• How to reduce financial liability for individuals and organizations
• Can just one incident constitute sexual harassment or bullying?
• As an employer, what are you liable for regarding harassment in your workplace?
• Are there time limits for filing sexual harassment charges?
• Under what circumstances could you expect to be investigated by the EEOC?
• How to proceed when your company is too small to support an HR department — who investigates harassment claims, takes appropriate action and confronts the harasser?
• What are some of the training methods that can be used to ensure your employees understand anti-harassment?